Requisition: 83865
PSEG Company: PSEG Services Corp.
Salary Range: $ 137,000 - $ 224,400
Work Location Category: Hybrid Flexible
Job SummaryAt this time, only current PSEG employees are being considered.
This HR leadership role provides an exciting opportunity to build the talent and organizational development function within our HR team and to have an impact on the growth and continued development of the talent and organizational development strategy for the PSEG Enterprise.
The Senior Manager of Talent & Leadership Development is responsible for designing the systems, processes and capabilities within the organization to drive talent management and organizational development, ensuring the organization has the capability it needs to execute on its long-term strategy & growth plans. This leader will provide governance and oversight to the programs for succession planning, talent assessment, coaching, development planning, team development and competency identification to develop leaders to meet the current and future business needs of the PSEG Enterprise.
This position will work with leaders to identify the best solution for the coaching of high potential talent, inclusive of leveraging internal coaches as well as selecting and monitoring the performance of executive coaches. The ideal candidate will be able to integrate data from performance management and talent reviews to drive insights and better talent decision making. The successful candidate will serve as a thought leader and content expert in the field of talent management, succession, team and leader effectiveness and executive coaching. This position is also responsible for enhancing the organization's effectiveness through organization design and development activities.
Job Responsibilities- Responsible for talent identification & development processes leveraging best practices in approach and delivery
- Consult with senior business leaders to understand their leadership and management development needs for input and the appropriate sponsorship, engagement and alignment.
- Act as an internal executive coach to senior leaders and key developing leaders and assist in key leadership development plans
- Responsible for succession planning, early talent identification, pipelining and working in conjunction with talent acquisition to build or buy critical capabilities the business needs
- Develop and enhance the leadership capabilities and cascade these capabilities throughout the organization. Develop the strategy and tactics, and lead the organization toward, the desired state of continuous learning throughout the organization
- In partnership with the Learning & Development team, participate in and drive our learning & development strategy and tools, ensuring associates have opportunities to grow their capabilities
- Lead and participate in the design of new talent development programs, including programs that develop our talent pipeline
- Utilize and maximize current infrastructure and investments, identify and lead the acquisition and deployment of technology related to performance and talent management
Job Specific Qualifications- BS/BA in HR, business, psychology or organization development or related field
- Demonstrated track record of success in strategy creation, adoption and then building out the systems and processes to support their execution
- 7 - 10 years related experience. Human Resources, Organization Development or similar experience with a minimum of 5 years' experience dealing with senior executives
- Subject matter expertise in talent development and organizational development and the ability to bring a pragmatic approach, along with critical knowledge and credible relationships, to facilitate adoption and results.
- Excellent coaching, communications, program and content development, collaboration, influencing and leadership skills. A strategic, high energy, collaborative leader who has a proven track record of building and implementing effective talent initiatives.
- Ability to innovate and challenge current norms to drive change in the organization and work with people of varying backgrounds and organizational levels. Demonstrated ability to translate business strategies into critical talent & workforce requirements.
- Ability to improve talent management practices. Strong team player with experience building and sustaining relationships.
- Excellent communication, attention to detail, and time management skills. Highly organized with the ability to manage multiple priorities simultaneously. Highly flexible and adaptable to changing environment and shifting priorities.
Desired- Master's degree and previous experience in talent management working in a Fortune 500 company
- Certification in one or more leadership assessment tools, such as Birkman, Predictive Index or Korn Ferry
Some positions at PSEG require access to information covered by the Department of Energy's regulation 10 CFR 810 (Part 810). If applicable, the successful applicant must prove they are: (1) a citizen or national of the USA; OR (2) a lawful permanent resident of the United States (Non-Conditional Permanent I-551 / Green Card / Permanent Resident Card holder); OR (3) a citizen, national, or permanent resident of a "Generally Authorized" destination on the attached list not also a citizen, national, permanent resident of any country not listed; OR (4) a "Protected Individual" under the Immigration and Naturalization Act (8 U.S.C 1324b(a)(3)).
As an employee of PSEG, you should be aware that during emergency restoration efforts, you may be required to perform functions outside of your routine duties and on a schedule that may be different from normal operations.
For all roles, PSEG's drug and alcohol testing program includes pre-employment testing, testing for cause, and post-incident/accident testing.
Employees who are hired or transfer into a federally regulated role (including positions covered by USDOT, PHMSA, or NRC regulations) are subject to random drug and alcohol testing, inclusive of marijuana. Although numerous states throughout the country have legalized marijuana/cannabis products recreationally and medically, the use of these products are prohibited for employees in federally regulated roles. Please note that the use of CBD products may result in a positive drug test for THC/Marijuana and such use is not a legitimate medical explanation for a positive result.
If you are a current PSEG Long Island (PSEGLI) employee and offered an opportunity with PSEG or any of its subsidiaries other than PSEGLI, you will be treated as a new hire. Please note that as a new hire to PSEG, your benefits will change and generally will be consistent with other similarly situated PSEG new hires. Similarly, for PSEG employees who accept job opportunities with PSEGLI, your benefits will change and generally be consistent with other similarly situated new hires of PSEGLI.
